Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/324300 
Erscheinungsjahr: 
2025
Schriftenreihe/Nr.: 
RF Berlin - CReAM Discussion Paper Series No. 18/25
Verlag: 
Rockwool Foundation Berlin (RF Berlin) and Centre for Research & Analysis of Migration (CReAM), Berlin and London
Zusammenfassung: 
Using rich data on personnel records, work assignments, and performance in a financial institu- tion, we uncover the mechanisms leading to promotion gaps in knowledge teamwork. We find a substantial promotion gap for women in early career stages. Analyzing over 10,000 investment projects reveals that assignments to project team leaderships (a "promotable" task) are crucial in explaining the gaps in promotions and affect long-term careers. We find causal evidence that male supervisors favor male bankers, while women benefit from female supervisors. A survey among employees indicates that women perceive to be disadvantaged in the assignments of tasks, but they do not differ in aspirations and demand for these roles. When a new CEO entered the firm, much of the gap disappears.
Schlagwörter: 
Careers
gender gaps
visibility
leadership
internal labor market
JEL: 
M51
J16
D22
J44
Dokumentart: 
Working Paper

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